Guide

A Case Study on Deel: How We Saw the Need for an HRIS

Global HR

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Get a behind-the-scenes look at why and how we built Deel HR

At Deel, we have over 4,000 workers spread across 104+ countries. Like other global teams, we needed an HRIS that could support our international workers—a platform with localization, customization, and a seamless user experience.

So, we built Deel HR, the only global-first HRIS for everyone, everywhere.

Our decision to build Deel HR wasn’t based on our needs alone. We also interviewed HRIS and non-HRIS users to determine what modern teams need from an HR platform. The result is a global HRIS that enables you to:

Save costs by consolidating multiple HR platforms into one
View all your workforce data in one place
Manage onboarding, payroll, and compliance in any country
Build a stronger company culture with Deel Engage plugins

Read this case study to get a closer look at the unique features and functions of Deel HR.

Case study overview

Our results from a dozen client interviews
Insights from Deel's leadership team
How to use an HRIS to scale globally
A Deel HR product breakdown

FAQs

What are the three types of HRIS?

The three types of HRIS systems are:

Operational HRIS: Focuses on daily employee data management
Tactical HRIS: Supports recruitment, training, and performance management
Strategic HRIS: Informs long-term workforce planning and analytics for strategic decision-making

What are the two pillars of an HRIS?

The two main pillars of an HRIS are:

HR data management: Centralizing and storing employee information
Automation of HR processes: Streamlining tasks like payroll, benefits, and time management

What is a global HRIS?

A global HRIS is a centralized system that manages HR functions and employee data across multiple countries, allowing multinational organizations to standardize HR practices, ensure compliance with diverse regulations, and provide a unified HR experience globally.

What are the four major components of a global HRIS?

The four major components of a global HRIS are:

Data management: Maintaining employee records
Compliance: Adhering to varied local laws
Process automation: Standardizing HR functions across borders
Analytics: Providing insights for strategic workforce planning

What is the difference between HR and global HR?

HR generally focuses on managing a company’s workforce within a specific country or region, handling recruitment, compliance, and employee management. Global HR expands these responsibilities to an international scale, addressing additional complexities such as varying labor laws, cultural differences, and global compliance.

Complementary reading: A Guide on How to Scale Global HR

What are the benefits of a global HR system?

A global HR system:

Provides consistency in HR practices across regions
Streamlines compliance with international regulations
Centralizes data for more informed, data-driven decisions, reducing administrative complexity and improving scalability.

How do you implement a global HRIS system?

To implement a global HRIS, follow these steps:

Assess organizational needs
Choose a scalable HRIS solution with multi-country compliance features,
Integrate existing systems
Train HR teams
Ensure continuous monitoring for alignment with local laws and company goals

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